Mentor/s
Michael T. Vale Mary I. Ignagni
Participation Type
Poster
Abstract
Our research team is interested in exploring how the disclosure of pronouns in job applications affects perceptions of skill and competitiveness for a job position. In other words, if people disclose their pronouns are they viewed as being more deserving for the job? Further, do these attitudes depend on their gender identity? Our study will have participants read a fictional job description and application and rate how qualified the fictional applicant is. We will manipulate the applicant's gender identity (e.g., woman, man, transgender woman, transgender man, non- binary) and whether this applicant includes their pronouns (e.g., she/her, he/him, they/them) or not. We predict that cisgender applicants who include their pronouns will be seen as more favorable because they will be viewed as highly inclusive, whereas non-cisgender applicants who include their pronouns will pay a tax for disclosing their pronouns as they will be viewed as pushing their non-traditional views of gender onto others. This study will help identify how to make the hiring process more inclusive.
College and Major available
Psychology BS, Business Economics
Location
Digital Commons & West Campus West Building University Commons
Start Day/Time
4-26-2024 12:00 PM
End Day/Time
4-26-2024 2:00 PM
Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial-Share Alike 4.0 License.
Prize Categories
Most Scholarly Impact or Potential, Most Transformative for Social Justice, Best Writing
Do Pronouns Matter? The Impact of Pronouns and Gender Identity in the Workplace
Digital Commons & West Campus West Building University Commons
Our research team is interested in exploring how the disclosure of pronouns in job applications affects perceptions of skill and competitiveness for a job position. In other words, if people disclose their pronouns are they viewed as being more deserving for the job? Further, do these attitudes depend on their gender identity? Our study will have participants read a fictional job description and application and rate how qualified the fictional applicant is. We will manipulate the applicant's gender identity (e.g., woman, man, transgender woman, transgender man, non- binary) and whether this applicant includes their pronouns (e.g., she/her, he/him, they/them) or not. We predict that cisgender applicants who include their pronouns will be seen as more favorable because they will be viewed as highly inclusive, whereas non-cisgender applicants who include their pronouns will pay a tax for disclosing their pronouns as they will be viewed as pushing their non-traditional views of gender onto others. This study will help identify how to make the hiring process more inclusive.
Students' Information
Lauren G. Gisesse: Psychology, Spring 2025
Sophia G. Rogers: Psychology, Honors, Spring 2026
Chelsea G. Signore: Psychology, Honors, Spring 2024
Nicole J. Sperling: Psychology, Spring 2024
Sadie Stevens: Business Economics, Spring 2025